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HR Practices in BSNL

BSNL is drafting a new recruitment policy with a professional approach to identify suitable entry-level candidates with MBAs, CAs, or engineering degrees. This comes as fresh recruitment through UPSC has stopped after BSNL's corporatization. As part of a new performance management system, BSNL has defined 19 employee groups under corporate office, circles, and SSAs. Performance scorecards for each group will measure financial, customer, operational and overall performance parameters.

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324 views3 pages

HR Practices in BSNL

BSNL is drafting a new recruitment policy with a professional approach to identify suitable entry-level candidates with MBAs, CAs, or engineering degrees. This comes as fresh recruitment through UPSC has stopped after BSNL's corporatization. As part of a new performance management system, BSNL has defined 19 employee groups under corporate office, circles, and SSAs. Performance scorecards for each group will measure financial, customer, operational and overall performance parameters.

Uploaded by

abdullahgreen2
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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HR Practices In BSNL.

BSNL Set To Draft New Recruitment Policy Going strong on human resource (HR) practices, Bharat Sanchar Nigam Limited (BSNL), the largest telecom public sector undertaking (PSU), has lined up some intiatives. These include a new recruitment policy with an intensive professional touch. For the first time, BSNL has set up a recruitment cell to identify suitable candidates, either MBAs or chartered accountants (CAs) or engineers at the entry level. After corporatisation, fresh recruitments from the Indian Telecom Click to edit Master subtitle style Service through Union Public Service Commission (UPSC), have stopped. There is a proposal for a new recruitment policy. This will surely strengthen the recruitment policy at the entry level within the organisation. Recruitments through UPSC have stopped so we have to look at other means of recruitment, a BSNL official said.
6/25/12

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Performance Management.

As part of the GPMS design, 19 distinct group-types have been defined, keeping in view alignment with the new organizational structure. These groups broadly fall under corporate office, circles (territorial/non territorial) and SSAs. All employees would fall into one of these groups and the performance/score of a group would be applicable to all employees in that group. The GPMS scorecards for all the group types have been designed to consist of Key Performance Indicators (KPIs) to measure the groups performance on financial, customer / market and operational parameters. An overall performance assessment also forms the part of every scorecard and this would be evaluated by the person whom the group reports to.
6/25/12

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The overall performance assessment KPI would evaluate the groups on parameters. It will be based on parameters such as brand and advertising, product innovation, customer responsiveness of field sales and customer service staff, quality of service etc. Training And Development. Two apex training centers of BSNL i.e. Advance level Telecom Training Center (ALTTC) at Ghaziabad and Bharat Ratna Bhimrao Telecom Training Center at Jabalpur are comparable to any world class Telecom Training Center. Moreover, 43 zonal training centers and a National Academy of Telecom Finance and Management have been running for several years now. Different curriculum run in these centers to impart technology based training, training for Attitudinal change, basic educational and skill 6/25/12 development program etc.

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